Overview

A London-headquartered scale-up SaaS FinTech company specializing in global Forex remittances sought to hire a Senior Manager - Business Operations for their Singapore office. The role required extensive experience in FinTech operations, expertise in Forex (FX) remittances across APAC, and Mandarin language proficiency. However, the search faced multiple challenges, including shifting role requirements, a limited talent pool, and undefined budget constraints.

Challenges Faced
 

1. Evolving Role Requirements

Initially, the client listed Forex (FX) remittance experience as a “preferred” skill, but after reviewing the first profile, they redefined it as a mandatory requirement. This change required recalibrating the search strategy.

2. Niche Talent Pool

The combination of 15+ years of FinTech operations experience, Forex expertise, and Mandarin fluency significantly narrowed the available talent pool in Singapore.

3. Undefined Salary Benchmark

Without a predefined budget range, aligning candidate expectations with client affordability became challenging. Salary discussions were complicated, leading to delays in the hiring process.

4. Prolonged Search & Urgency

The client had been searching for two months before approaching us, struggling to close the mandate due to the complexity of the search. Additionally, shifting client priorities caused intermittent role freezes, requiring an agile hiring approach.
 

Strategic Solutions
 

1. Recalibrating the Search

We deconstructed the job description and realigned our sourcing strategy to focus on untapped talent pools. Our approach included targeting passive candidates, leveraging referrals, and expanding our network reach.

2. Consultative Market Intelligence

Given the undefined budget, we conducted market intelligence research to help the client set a realistic salary benchmark. Engaging in strategic discussions enabled them to transition from ambiguity to clarity, strengthening our advisory role.

3. Candidate Engagement & Retention

Due to role fluctuations, we maintained continuous engagement with shortlisted candidates to keep them interested and available, ensuring a smooth hiring process when the position was reactivated.

4. Adaptive Sourcing Strategy

We iteratively refined our approach based on client feedback and market insights, ensuring we stayed aligned with the client's evolving needs.

Outcome
 

Despite initial roadblocks, we successfully closed the role within a 212-day hiring cycle. Notably, the first profile initially put on hold was later interviewed, offered, and onboarded within just two weeks.

The client appreciated our market intelligence, consultative approach, and ability to navigate shifting priorities. Additionally, the candidate—who came from a different cultural background—commended us for our support and guidance throughout the process.
 

Key Learnings:

Early research & benchmarking: Addressing salary misalignment early on established credibility with the client.
Consistent communication: Transparent engagement ensured alignment between the Client, Candidate, and Consultant (CCC), leading to a successful placement.